A joined-up system for young people and business: why now matters most

The conversation around skills, careers education and opportunity for young people has never been more urgent with employers navigating challenging economic conditions, rapid technological change and shifting labour markets. 

At our recent Employer Advisory Group, The Careers & Enterprise Company’s leading network of employers and sector bodies, where I now co-Chair alongside Baroness Nicky Morgan, one message came through clearly. There is significant positive intent, but there is a pressing need for join-up, scale and wider employer participation.

A critical moment for careers education

The national landscape presents both opportunity and urgency. Government ambitions in the Schools and Post-16 white papers, the Curriculum and Assessment Review, and the Youth Guarantee will all require careers education to unlock the opportunities that can power the social and economic growth they seek to catalyse.

Recent CEC reports show progress, careers provision is improving, and employer engagement is rising. Yet challenges remain, with evolving market conditions, growing SEND need, and increasing pressure on businesses’ ability to engage.

Careers education is no longer a “nice to have”; it is becoming core infrastructure for workforce development. For employers, this means earlier engagement, broader inclusion and longer-term thinking on skills.

Crucially, the latest Careers Education in England report sets out a clear five-point plan for what comes next. This provides a practical framework for employers, educators and policymakers to align around:

1. Cementing a strong foundation of high-quality careers education for all learners, supported by the updated Gatsby Benchmarks,
2. Using modern work experience to build essential skills, with a focus on scaling high-quality models,  
3. Identifying and addressing gaps early, particularly for those at risk of falling behind,
4. Supporting emerging sectors and employers to prepare for future skills needs,
5. Bringing enrichment and careers education together, helping young people build and demonstrate the skills employers value.

The ambition is there, but as many in the room highlighted, activity is often fragmented across departments and initiatives. The role of CEC, and indeed of advisory groups like ours, is fundamental in connecting the dots and ensuring a clear, shared narrative that businesses and educators alike can understand.

From national ambition to local reality

A delegation of Employer Advisory Group members met with Blair McDougall, the Minister for Small Business and Economic Transformation at the Department for Business and Trade.

We fed back to the wider group our focus on how to embed pre-19 skills into the Industrial Strategy in a way that works for employers of all sizes. There was strong interest in early engagement, including primary career-related learning, and in programmes such as KPMG’s Opening Doors to Opportunities, which I sponsor, designed to empower young people by developing their skills, providing experiences of work and helping build foundational skills from an early stage.

What emerged clearly is that infrastructure already exists. CEC and Careers Hubs are already connecting employers with schools and colleges, with strong examples of collaboration, shared work experience models and local partnerships.

The challenge now is scale. Delivering meaningful work experience for every young person will require wider employer participation. That means making engagement simpler, more accessible and clearly valuable for businesses, particularly SMEs.

From outreach to intake, unlocking opportunity for SEND learners

Inclusion, particularly for young people with Special Educational Needs and Disabilities (SEND), was a central theme throughout our discussion. There is strong progress to build on. 87% of SEND education settings are part of Careers Hubs, and employers engaging with these learners are 20% more likely to report building future talent pipelines. However, the gap between outreach and employment remains significant.

This is why the new partnership between CEC and the British Association for Supported Employment (BASE) is so important to help organisations translate outreach to real employment opportunities. The SEND Employer Action Group is helping drive this forward, with a focus on building employer confidence and developing practical guidance for designing inclusive pathways into work.

Employers already active in this space shared a consistent message: inclusion is often about small, practical adjustments with significant impact. Clearer communication, structured onboarding, quiet spaces and simple tools like one-page profiles can make a meaningful difference.  

KPMG supports young people with SEND through initiatives like the Abilities Talent Insight work experience programme for Audit and Tax careers, and tailored workshops within Opening Doors to Opportunities. For two years, partnerships with Bridge of Hope, MyPlus Consulting, and Auticon have broadened our candidate pool. Our annual Thrive event promotes disability inclusion, connecting students with diverse employees.  

We are committed to ensuring KPMG is a place that is truly accessible and inclusive for all. The wider context remains stark. As Laura, CEO of BASE, highlighted, only 5.8% of people with a learning disability and 9% of people with autism are in paid employment, despite 68% wanting to work. This reflects a lack of opportunity, not ambition.  

Many programmes offer invaluable tailored support, such as inclusive placements and job coaching, to help young people enter the workforce. While the effectiveness of combining dedicated employer engagement with individualised assistance is well-established, these models are not yet as widely adopted by businesses as they could be.  

For employers, embracing these initiatives represents both a responsibility and a significant opportunity. Cultivating more inclusive pathways not only broadens access to a wider, often overlooked talent pool but also plays a vital role in strengthening communities and fostering long-term workforce resilience.

From momentum to action

The overarching takeaway from our session is clear: progress now depends on collective action. There is momentum, from national policy to local innovation, but real impact will require more employers to step forward.

CEC will continue to convene employers, share best practice and support engagement, including through event like the recent Employer Excellence in Careers Education seminar, focused on delivering inclusive, high-quality work experience.

We need employers to champion careers education within their organisations, to engage with local Careers Hubs, and to help simplify and scale opportunities for young people. Collaboration across sectors and business sizes will be key to making participation easier and more effective. The prize is significant, a more joined-up system, a more inclusive workforce, and a stronger pipeline of talent for the future.